Wow, you may never think of using stock photos and heavy text in your marketing pieces again.

That’s why choosing the right graphic designer is imperative. Your designer will be your visual storyteller, will understand how to bring a collateral piece to life, and affect your constituents and supporters to act.

So how do you choose the right designer, especially on a limited budget?

REFERRALS. The best proof of a designer’s work is through the referral of someone you trust. Reach out to colleagues who do similar work to you and see if there's a designer they've enjoyed using. Not only can you be more assured of your choice, you’re more likely to get higher quality work at a reasonable rate right from the get go. After all, not only is the designer looking to make you happy, (s)he wants to keep your colleague happy too.

CREATIVE BRIEF. Prepare an RFP (Request for Proposal) or creative brief. The brief should include all key information, including a list of deliverables you are looking for the designer to provide, any mock-ups and examples of what you’ve done in the past, and what you have in mind for the upcoming project. A brief is not only great for streamlining communications to multiple designers; it'll help you get your own thoughts organized around the project.

BACKGROUND. Ask to see a list of professional affiliations and background. There are many levels of graphic designers, but not all have the experience you’re looking for. You want someone with true professional grade; someone with advanced education in visual design and a commitment to knowing what’s current around the industry. The design world changes quickly, and you want someone you can trust to deliver work that's compelling and relevant to your target audience.

PORTFOLIO. Ask to see a designer’s work. How did the designer translate other organizations’ missions into something visually compelling? You’re not just checking to see how “good” a designer is in your eyes, but how relevant the designer’s portfolio of work is to what you’re looking to accomplish.

PROFESSIONALISM. Choose someone who has a personal and professional demeanor. Graphic design work is a collaboration between your team and the designer. It's important that the designer be mindful of schedules, is highly communicable and accessible, and is able to take constructive criticism to achieve your goals.

COMMUNICATION. When I was in corporate, one of the key functions of marketing was to
be the middleman between the sales team and design team. Why? Because someone was needed to align the two teams to achieve a shared goal. Communication is always key, in every relationship.

Keep the project healthy by repeatedly injecting in your discussions what you’re looking to accomplish.

The graphic artist should be able to see his or her own work through the eyes of your audience.

I recommend getting in some face-time (in person or via teleconference), before contracting. Listen carefully to responses when you’re discussing the project. Are you both speaking the same language? The designer can be the next Pablo Picasso, but if (s)he doesn't understand what you’re trying to do, it’ll be a waste of your resources.

CONTRACT. When you contract with the designer, get in writing that you'll have ownership of all visuals and source files. This way, you'll legally be able to use your visuals in the future on all pieces, even when not working with that designer. Be sure there is an ample number of versions/proofs included in the contract. If your Executive Director is a back and forth tweaker of materials, give the designer realistic expectations. Include language in the contract so you’re not paying every time a design is modified. As with all contracts, consult a legal and accounting professional.

By choosing the right graphic designer, you'll form a powerful relationship that can meet the needs of this campaign, and of many to come.

Looking for a graphic designer? Go ahead and LEAVE A COMMENT that includes the type of project. I can introduce you to my top 3 picks.

9 Ways E-Learning Can Empower Your Nonprofit

The nonprofits that we work with take on so much. Really, it amazes me that after we leave a fundraising and gala planning meeting, the Director we just talked 'development' with is going switch gears and help the life of a child.

Sometimes, with so many hats to wear and responsibilities to take on, it can be difficult for a manager to specialize in everything they’re managing. Of course, that’s where hiring a consultant comes in.

But how can you self-empower by learning the essentials about everything from social media marketing to planning an event?

Online courses are a great way to go. And many are low-cost or even free.

IN FACT, SOME ONLINE COURSES ARE EVEN BETTER THAN IN-PERSON

Here's how:

1. USER EXPERIENCE: Videos, presentations, and the information online courses give are often packaged, polished and edited down to deliver a better student experience.

2. NAVIGATION: You can take online courses at your own pace. Pause a lecture when you’d like to take notes or expand on a thought, then restart. If you missed something, just go back 30 seconds.

3. ACCESS: You have access to and a choice of a wide variety of thought leaders. You’re not stuck with whomever the university has decided is best for every student.

4. INSIDE TRACK: Online instructors are often people from the field. Whether veterans or
new pioneers, they offer great POV’s from the front lines.

5. INSTRUCTORS: There aren’t the politics or ego of academia to deal with. Not happy with the instructor? Just switch with a quick online search and the push of a button.

6. VARIETY: You don’t need to commit completely to a track. You can sample different subjects.

7. EASY REGISTRATION:No waiting several months to see if you got into a program. You have a momentary interest? Just hop onto a relevant course in minutes.

8. FLEXIBLE SCHEDULE: No turning down industry opportunities to commute and be on campus every Tuesday at 1PM. Flexible schedule means you can take care of what you need to at your organization as it arises and still make time for learning.

9. TIME EFFICIENCY: If I could count how many hand-raisers have asked self-interest questions while 30 of us in the classroom patiently waited... Well you won’t need to deal with that online.

And now, the caveat

Information found in online courses can be biased to the provider running the course.

But don’t let misinformation deter you. You’ll find “motivated” information in Wikipedia, newspapers, and most sources of info, both online and off. Back in college, how many of my professors made their own books part of the curriculum, as we shelled out for premium prices at the university bookstore? Believe me, the education was not objective.

I’m not proposing that we skip a college education.

The best teachers can be the greatest inspiration in our lives, and some of these teachers you will find only on campus.

College is as much about academic life, building relationships, learning about social capital, and personal growth as the classes you take. We learn not just from instructors. We learn from the students and people around us, both environmentally and through discourse.

There are many hands-on skills that cannot be learned in front of your computer as effectively as being in a workshop. No formal education is a substitute for experience, whether online or classroom. Nothing will teach an event planner more about planning than being in the back office, in client meetings, and onsite during an event.

What I am saying is: There are online resources that are a great efficient way to empower your organization through education. And you won’t need a college loan to get access to them.

Looking to take a course on a particular subject? LEAVE A COMMENT. I’ll be happy to give recommendations.

]]>http://verystrategic.com/2016/05/01/9-ways-e-learning-can-empower-your-nonprofit/feed/0The Key to a Healthier and More Productive Teamhttp://verystrategic.com/2016/05/01/happy-work-life/
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The Key To a Healthier and More Productive Team

Ever think, "I'd really like to get my team more energized and focused"? Of course you have. Optimizing productivity is one of the big responsibilities of a manager.

So, how will you motivate your team? You may think salary and title are the key motivators.

In actuality, what motivates a team daily is:

Having a healthy inner work life.

While going to the gym couldn't hurt, that’s not the type of health we mean.

We’re talking psychological and emotional health. Having a healthy inner work life means work should feel important and uplifting.

HERE ARE 8 TIPS TO A HEALTHIER INNER WORK LIFE FOR YOUR TEAM

1. The Importance of Small Wins

Break your larger mission into shorter-term obtainable goals.

Having smaller wins will give more opportunities for your employees to feel good about themselves, and their projects. With small attainable goals, staff will feel like achievement is always within reach if they just work toward it. And when they achieve, that positive feeling will propel them to the next win, and to the one after that. Walking your organization closer to a BIG win.

2. Set Clear Goals

By setting clear goals, your employees will have something to work toward.

When your goal is vague, there may be some head scratching going on by your team. Instead of using their bandwidth to produce results, they may be asking "why are we doing this" and "when is enough?" Smart, Measurable, Achievable, Realistic and Timely goals are SMART, and will give your team real targets to shoot for.

3. Give Autonomy

Everyone's an expert in their part of the organization.

No one's closer to the everyday life of your nonprofit than your staff. Trust them. By trusting your staff to come up with their own solutions, you're not only using the full resources of your team, you're making them feel empowered.

In the eyes of your staff, micromanagement may seem like distrust in your own people, or fault in their leader. Either can cripple your team.

4. Respect Ideas and the People Who Create Them

Nothing motivates a team member like the pride of contributing great ideas, and being recognized.

Does this sound familiar “Why bother giving my insights? She'll either ignore them or take them as her own.” Listen to your staff. You may feel powerful sitting on your side of the desk with everyone listening to you. Don’t let it get to your head. You need your staff. And they are, in many ways, closer to the work and can give you insight into what does and doesn’t work. Moreover, if your staff feels like you’re not going to listen to their insights, they won’t bother giving you any.

Appreciating an employee one-to-one is nice. Appreciating an employee in front of others is even better.

5. Develop the Individuals On Your Team

When you invest in your team, they will invest back in you and your organization.

In the early stages of team development, talk about your staff members' career goals and what's important to them. Taking time and extra steps to develop your staff will not only incentivize your staff, your team members will feel good about themselves AND you. Plus, preparing your team with the knowledge that goes behind projects, goals, and decision making will help your staff lead on projects in the future.

6. Keep Your Team to High Standards

Keeping your staff accountable is important for maintaining healthy inner work life.

When expectations are on your employees, you're showing that they're important to the organization. This gives your employees self-worth in the process. Holding yourself and your team to a high standard from the very start will keep the work to a high standard too.

7. Small Problems Can Lead to Big Problems

What can seem to you like a brief and small mishap, can appear BIG in the eyes of

your employee.

When you say something to or in front of your employee, remember to see it in the eyes of the observer. When your employees are onlookers at a meeting, what are they really seeing? When in front of senior staff, are you championing the ideas that your team agreed on? If not, a flaw in leadership, even if a misunderstanding, can create an obstacle in future productivity.

8. Healthy Inner Work Life vs. Employee Personality

Inner work life is different than individual personality.

Some people are capable of being happy. Some are just unhappy and won't change short of life changing events. It is not your responsibility to fix that. Providing healthy inner work life is understanding how your leadership and group dynamic will effect the inner well being of your team.

You’ll notice that most of these ideas don’t take a lot of financial resources.

Developing healthy inner work life for your team does, however, take your time and attention. Spending your time and being attentive to your team's health and happiness, in the end, will pay off.

And let's face it, walking into a happier, healthier and more productive office will make your own life that much better.

Want to read more about being healthy at work? LEAVE A COMMENT and I'll give you my top 10 books on the subject.